Director, Human Resource Business Partner

GEICO•Bethesda, MD

7d•$136,325 - $212,175•Hybrid

About The Position

The Director, Human Resources Business Partner serves as a trusted advisor to senior Product Management leaders in GEICO’s Technology organization and senior RPM (Research & Innovation, Pricing, and State Product Management) leaders in GEICO’s Operations organization. The role translates business priorities into integrated people and organizational strategies for two interdependent organizations shaping digital customer experiences, product and pricing capabilities, profitable growth, retention, and speed to market. Operating in a complex, fast-moving, matrixed environment, the Director partners across HR centers of excellence and with the broader Technology and Operations HRBP teams. The position strengthens leadership capability, organizational effectiveness, talent outcomes, workforce planning, and change execution. It also supports organizational and capability changes, including adoption of AI-enabled, automated, and data-driven ways of working. The role is hybrid and based out of GEICO’s Bethesda, Maryland office. The annual salary range is $136,325 to $212,175. GEICO states that it will not sponsor a new applicant for employment authorization for this position.

Requirements

Significant progressive Human Resources experience, including strategic HRBP leadership supporting complex organizations and senior executives.
Prior experience supporting Product Management, digital customer experience, insurance product management, pricing, underwriting, research and innovation, data/analytics, and/or operations organizations through significant organizational transformation.
Proven success leading organizational design, workforce and capability planning, talent management, succession, performance, leadership development, and large-scale change across matrixed organizations.
Experience partnering with VP-level or equivalent leaders to clarify operating models, decision rights, cross-functional accountabilities, and talent implications across multiple disciplines.
Strong business and analytical acumen, including experience using workforce and business data to assess capacity, capability, organizational health, and execution risk and influence senior leaders.
Ability to build credibility quickly, challenge constructively, manage ambiguity, and navigate complex stakeholder dynamics, competing priorities, and work spanning business and technology organizations.
Excellent judgment, discretion, written communication, and executive-level facilitation skills.
Bachelor’s degree or equivalent practical experience.

Nice To Haves

Advanced degree or relevant professional certification.
Familiarity with product operating models, digital customer journeys, product and pricing lifecycle capabilities, AI-enabled process transformation, data-driven decision making, and the talent implications of automation and platform modernization.
Curiosity about digital products, customer experiences, insurance economics, pricing and underwriting, and how technology, data, and AI enable growth and retention.

Responsibilities

Build deep knowledge of Product and RPM strategies, operating models, talent, roadmaps, business priorities, organizational risks, and cross-functional interdependencies.
Advise senior Product and RPM leaders on organizational design, workforce strategy, leadership effectiveness, succession, talent reviews, performance management, and critical talent retention.
Use workforce data, business metrics, product insights, and organizational intelligence to identify capability gaps, capacity constraints, leadership risks, and organizational dependencies; influence decisions and measure the impact of people strategies.
Lead people and change strategy for reorganizations, leadership transitions, evolving operating models, portfolio or capability shifts, and adoption of AI-enabled, automated, and data-driven work.
Partner with leaders to strengthen enterprise thinking, P&L ownership, accountability, coaching, feedback, performance differentiation, and development; improve decision rights, ownership, and cross-functional handoffs.
Anticipate talent and organizational risks related to competing priorities, constrained specialist capacity, legacy knowledge, capability modernization, and cross-functional dependencies; develop mitigation plans and clarify tradeoffs.
Connect leaders with Talent Acquisition, Compensation, Talent Management, Learning and Development, Employee Relations, People Analytics, and other HR partners to coordinate solutions aligned with business needs.
Promote consistent application of company policies and people practices while exercising sound judgment in complex, sensitive, and confidential matters.
Collaborate with Technology and Operations HRBP teams to provide cohesive support across Product and RPM and reinforce alignment on shared priorities.
Drive execution, ownership, and follow-through across priorities such as capability building, leadership development, career pathways, cross-training, workforce deployment, and change adoption.
Shape talent and organization strategies that balance near-term delivery with long-term capability building, including scalable product and pricing platforms, improved customer experiences, disciplined experimentation, and automated and self-service ways of working.